Answer # 3: Felicity should structure the new based pay system as follow for personal contribution rather than

position/ seniority. 1) After determining internal equity relationships among jobs 2) Identifying competitive pay practices in the market place 3) Establishing a pay policy line. 4) Designing pay grades using pay grade minimum and maximum and desired spreads of the range. 5) Determining the overlaps between pay grades. 6) Determine if the organization needs more than one pay structure then justify it with reasons. New base pay structure should be implemented on the basis of performance and solicitors having number of experience Answer # 4: Yes Felicity should recommend the introduction of individual performance related cash incentive plan because there are so many high performers individuals in organization. Following types of individuals incentive plans can be recommended for the company 1) Individual Bonuses Plan 2) Plan based on Commission 3) Suggestion Systems Advantages of cash incentives plans are Helps relate pay to performance Promotes equitable distribution of compensation Helps retain best performers Compatible with most of the organizations culture

Answer # 5: Yes it will be preferable to opt also for a group based cash incentive plan because in Winton Wynne Moore organizational culture, team work is encouraged and we can say the feature of most of the litigation work. Gain Sharing or profit sharing plan should be recommended for the Winton Wynne Moore because incremental economic gains are shared among employees and the company by achieving mutually the productivity objectives of the firms. Answer # 6: Non-financial rewards can be very effective in retaining and motivating the high performers solicitors specially females by Providing flexible work hours to the Solicitor Maintaining professional working environment for solicitors especially for females and promoting them to a higher level in the hierarchy By giving more recognition and respect to the solicitors as it will help in positive change in organization By giving them training

The choice of non-financial rewards must be linked to factors such as corporate strategy, value drivers, organizational objectives and the competitive environment. Answer # 7 Yes it would be appropriate for Winton Wynne Moore should introduce regular performance appraisal for the firms solicitors because performance appraisal is systematic evaluation of the organization performance and is beneficial for the firm in terms of 1) Promotion: Performance Appraisal helps to chalk out the promotion programs for efficient employees. 2) Compensation: Compensation packages which include bonus, high salary rates, extra benefits, allowances and pre-requisites are dependent on performance appraisal. The criteria should be merit rather than seniority.

3) Employees Development: The systematic procedure of performance appraisal helps the supervisors to frame training policies and programs 4) Selection Validation: Performance Appraisal helps to understand the validity and importance of the selection procedure. 5) Communication: For an organization, performance appraisal brings effective communication between employees and employers. A Combination of multiple appraisal methods can be used Behavior Anchored Rating System Self-Appraisal Method

No they should not be paid because performance appraisal is measuring the performance of solicitor systematically in the organization. Answer # 8: Felicity can ensure that whether her reward initiatives are properly integrated and strategically aligned by Not only must the reward initiatives fully support and complement the organizational strategy, it must also be integrated with other HR activities, such as Performance Management and Learning and Development in order to be successful performance. The success of the reward initiatives will be dependent on how well it drives individual and team performance, and ultimately organizational success Deep understanding of what market rates are and what level of reward will motivate and retain the employees Comprehensive acknowledgement of total reward package and importance of nonfinancial rewards such as feedback, job enrichment and career opportunity instead of focusing on specific elements of reward, such as pay and overtime, By giving clarity on the strategic direction of the company The corporate identity is clearly defined Review firm policies to ensure equity and fairness